Submitted by Success09 on
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How does one handle the infighting and its not my job and I have too much to do...
I come in to work and work, constant working. Very seldom do I take care of personal issues or chit chat unless there is some real emergency. Of course I will take a minute or two to visit if someone walks in my office but for the most part I am hard at work.
Co workers will come in and fix their tea or coffee, or breakfast and sit at their desk and work. Of course when they arrive they have to visit with co workers for a good half hour or more. Not to mention constant visiting in other offices and down the hall throughout the day.
The problem is mostly when their is a deadline or something that must be done. One will ask another for assistance, the other will state they are too busy or its not their job. The one will say never mind, toss the things on her desk, cry and complain that we do not work as a team.
I cringe everytime I hear she is not a team player, why can she close her door, she does not have as much to do as we do. Or better yet the "I am not complaining" statement.
Is this common amoung employees in their 40's and 50's? I am a new office manager and so far I have just let the individuals vent but it is hard. How would you all handle these situations?
It's common among employees
It's common among employees of all ages, genders, and whatever other classifications you would like to use.
It sounds like you have two complaints: one is that they spend their time talking instead of working and the other is to get your team to be willing to help each other out more.
Do I have that right?
Common?
I suppose I am glad to hear its common. Not so much two complaints but if they are able to spend time talking they should be able to assist others when they need it. Its the fact that when they are asked to help they use the "I have too much work to do" excuse that gives me heartache! We have one employee who will toss things on her desk and cry when things dont go her way! So far I just listen to the venting and shake my head and listen but I wonder if I should say something.
More details, please
You're an office manager, correct? Do the employees you find troublesome work for you?
Finally, what is the nature of the work done in the office?
Thanks for your patience.
John Hack
The Basics
Success09,
The MT basics take time. One on ones, feedback, coaching, delegation. They accumulate.
In a situation where you can't easily hold the threat of a poor raise or such over their head, you have to do the harder work of finding out what they care about (their image in the office, being nice, what the big boss thinks of them, etc) in order to motivate them to do better.
It's a tough road that requires you to wield influence without overt power. Sometimes, you just have to ignore things.
John Hack
One more thought
Take the time to build a relationship with your boss.
http://www.manager-tools.com/2006/01/managing-your-boss
Do your best work. Be positive. Be professional. The situation reminds me of that corny (but true) saying about working to change the things you can, accepting the things you can't and having the wisdom to know the difference.
And if the situation becomes intolerable, you'll have to consider buffing the resume. Let's hope it doesn't come to that.
John Hack
Authority
Do you have the authority to hire and fire? If so I would begin interviews right away and at the same time give specific tasks and deadlines to the workers that are complaining. Of course coaching them through their work as needed, but emphasizing deadlines and requirements. I have had many issues where I have been given new teams ( 1-10 people ) and some team members just worked with little no guidance required. Others needed a lot of guidance but could do the work very well. Then some, unfortunately, should not have been hired in the first place or have been fired a while ago. One part of my job I take very seriously is letting every employee know where they stand, in writing every quarter ( 3 months). The written review will give you tremendous gains in the employees that want to stay with your company. Verbal discussions will do little to change the environment that it sounds like your dealing with. I have found, once the good workers see your serious about changing the status quo to the positive, they fall in line. The trouble makers will continue and you need to be sure your interviewing well before you let someone go. I call it having a "bench". Having a bench of workers just waiting to jump into our company reduces my daily stress level, in the event I need to let someone go.
Its not good enough to do your best. First you must know what to do, then do your best. Edwards Deming